Tip !

1. First of all, to access the Special Groups inside the OPR Tool, you must log in onto the system with yur ID and password.

2. If your access allows you to, you will be able to see, at the OPR menu, the functionality Special Groups. This functionality you will be using to register the employees that stand out in the Company. To access it, click on the name Special Groups.

3. After clicking on the Special Groups functionality, you’ll see two different options. By clicking on “Nomination”, you’ll be able to list and save the suggestions you have of employees that should belong to a special group. By clicking on “Validation” you’ll be able to validate the suggestions.

4. NOMINATION - After clicking on the nomination option, you’ll see a screen like the one below. Use the options to search the employee you want to nominate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the employee you want to nominate, select the group then hit the button Save. Tip! Youcan switch betweentheNomination/Validationoptionsbyclickingthebuttonthat stands ontheleft, top of screen.

5. VALIDATION - After clicking on the validation option, you’ll see a screen like the one below. Use the options to search the employee you want to validate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the ZONE after ManCom validation, then hit the Save button. Tip! You can switch between the Nomination/Validation options by clicking the button that stands on the left, top of screen.

6. VERTICAL CAREERS HORIZONTAL CAREERS Objectives • The AB InBev special groups nomination process objective is to differentiate our talents into specific vertical or horizontal careers, by defining actions in compensation and development to increase retention rates for these groups. 13 119 TOP LEADERS BAND III & IV 936 KEEPERS 2201 PEOPLE BETS 5700 16024

7. Nomination Process • To guarantee the success of the Special group Nomination Process, Zones and GHQ should follow the decision tree and the defined criteria for each of the special groups. Eliminate name from the list Is there any name on the list to be eliminate? Y N N Do you have the previous year’s special group list? Do you have any new nominations to make? Does the final list approve by the Zone ManCom? N N Y Y Y Is there any name on the list that left the company ? Is there any name on the list that doesn’t meet the special group criteria anymore? Do the new nominations meet the special group criteria? (use specific decision tree) N N N Y Y Y Eliminate name from the list Eliminate name from the list Are the new nominations included in the list? Send Final List for Global Approval Y N

8. Nomination – People Bets Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a people bet in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

9. Nomination – Top Leaders Bands IV Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

10. Nomination – Top Leaders Bands III Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

11. Nomination – Keepers Criteria Note: Follow the decision tree and don’t forget to include the COMMENTS regarding why the person is a Keeper in the OPR tool – describe with behaviors of specific experiences and is a Culture ambassador

12. Special Groups – Definitions & Decision Tree Is the employee an AB InBev culture ambassador with a strong track record of results? Is the employee an AB InBev culture ambassador with a strong track record of results? N N Not Keeper Y Y Is the employee rated as 3B in the actual OPR (4A, 4B, and 3A are accepted)? Has the employee been with the company at least 2 years? N N Y Does the employee have a deep knowledge, is consider “the reference” in a specific AB InBev process or products? Y Y Is the employee in a band V or VI position? N N Did the employee developed a proprietary process or product to AB InBev? Y Not People Bet Y KEEPERS PEOPLE BETS Is the employee rated as 4A, 4B or 3A in the actual OPR? N N Does the employee have a specific knowledge that it is very difficult to develop? Y KEEPER Y N Is the employee ZONE mobile and have at least English level 3? N Does the employee have a specific knowledge will be hard to replace if he/she leaves AB InBev? Y Y N Do we have evidence that the employee has potential to become a Zone ManCom band 0-II? (Use four A’s) Does the employee have a specific knowledge that will put AB InBev at a disadvantage if he/she goes to the competition? N Y Y N PEOPLE BET Not Keeper

13. Special Groups – Definitions & Decision Tree Is the employee an AB InBev culture ambassador with a strong track record of results? Is the employee an AB InBev culture ambassador with a strong track record of results? N N Y Y Has the employee been with the company at least 2 years? Has the employee been with the company at least 2 years? N N Y Y Is the employee in a band IV position? Is the employee in a band III position? N N Not Top Leader Band IV Not Top Leader Band III Y Y TOP LEADER (BAND IV) TOP LEADER (BAND III) Is the employee rated as 4A, 4B or 3A in the actual OPR? Is the employee rated as 4A, 4B or 3A in the actual OPR? N N Y Y Is the employee GLOBAL mobile and have at least English level 3? Is the employee GLOBAL mobile and have at least English level 3? N N Y Y Do we have evidence that the employee has potential to become a ManCom band 0-II Globally? (Use four A’s) Do we have evidence that the employee has potential to become a ManCom band 0-II Globally? (Use four A’s) N N Y Y TOP LEADER BAND IV TOP LEADER BAND III